Leave Policy | Policy No: WCL/HR/21/08 Policy Effective Date: 01/10/2021 Date of Issue: 01/10/2021 Page No: Page 1 of 8 Policy Leave Policy Name Objective | The Leave Policy has been formulated to enable employees to maintain a healthy work life balance. | WCL understands that employees need to balance their personal and professional lie. This policy enables employees to provide for period of illness, intervals of rest and rejuvenation | through personal time off, as well as time to take care of personal exigencies and specifies the | nature, extent and entitlement of the various types of leave available to the employees of the organisation and to provide guidelines for permissible leave. Employees are encouraged to utilize their leaves in a judicious manner ensuring that work is managed efficiently and effectively. Scope This policy will be applicable to all the WCL Employees. | Eligibility Leave Type Number of days Leave Purpose Privilege Leave 25 | Leaves for vacation / | | (10 days compulsory leaves to be availed in| personal / higher education a calendar year, by an employee). purpose, Privilege Leave to be utilized. ‘Casual Leave | 08 aa For immediate personal work, | exigencies, and casual break from work life, Sick Leave o7 To recover from an illness E and take care of health Maternity Leave | 26 weeks (As per the Maternity Benefit Act _ For taking care of the 1961) | newborn. | ‘Adoption Leave | 12 weeks (As per Maternity Benefit Act |To take care of the child | 1961 — Amendment Bill 2017) : PaternityLeave [5 To take care of the newborn. | Compensatory Off | Maximum 3 ata ti 1€ (Only for Shift TA break from normal workday Workings) to compensate for work done | _ ‘on weekend or holiday. | Festival /National | 8 fixed and 2 restricted holidays (Depending | Leaves for Festivals/ National | Holidays upon the location) Holidays. Leave without Pay | As recommended by HOD and approved by | if required, leave without pay. CHRO General = Leaves are to be availed by the employees for the specific purpose as outlined above. Guidelines * Leave may be taken to meet any personal, domestic, or social necessities. = Leave benefit is to be used prudently and judiciously by employees without jeopardizing the i work. Clubbing of leaves except CL, will be permissible. This document is confidential and only for use of WCL employees, do not circulate the same outside the ‘organization. Any such activity wil call for a dlseiptinary action,| Leave Policy Policy No: WCL/HR/21/08 Policy Effective Date: 01/10/2021 Date of Issue: 01/10/2021 Page No: Page 2 of 8 _| All leaves are sanctioned based on Reporting Manager's discretion and workload in the | department. Prior approval of the Reporting Manager is essential for taking leave. If prior approval is not possible due to emergency, telephonic / e-mail approval should be obtained from the Reporting Manager, as soon as possible and it should be followed up with approval procedure in HRMS. ‘The payroll function keeps a record of the leaves in an employee's account. Rules related to time office on attendance regularization are governed by the rules of the Code of Conduct of the Organization. Crediting of Leaves: Privilege Leave, Sick Leave and Casual Leave will be accrued on monthly basis. Leaves will be credited in the employee's account at the beginning of the calendar year. Crediting of Leaves will be pro-rated for the duration of employment, during the calendar year. ‘Sick Leave and Casual Leave can be availed on a Half-Day basis. Intervening Weekly Off Days / Holidays will not be considered as Leaves while determining the total number of leaves availed. Adoption Leave for Women, adopting a child up to three months of age are eligible for leave. Employees in SOA, $1, S2, S3, S4, S5, E1, E2 grades working in Plants and Grinding Units are eligible for Compensatory Of. ge Leave (PL): 25 days of Privilege leaves on pro-rata will be credited at the beginning of a calendar year. ‘The Company encourages the employees to take leave and rejuvenate; hence all employees are expected to compulsorily take 10 days Privilege Leaves in a calendar year. These leaves may be taken at a stretch or at intervals. Employees who are pursuing higher education under the Higher Education Policy of WCL, can apply for 10 days of Privilege Leave, as a Study Leave which will be a part of Privilege Leave only. Unused Privilege Leaves can be carried forward to the next year subject to accumulation of maximum of 90 days leave, as on 31st December. As on 01% January, the carry forward Privilege Leave from last calendar year can be accumulated to a maximum of 90 days and Privilege Leave earned from previous calendar year and credited in the current year subject to maximum 25 days will be credited to employees leave account in HRMS. The maximum balance of Privilege Leaves as on {st | Januaty will be 115 days, including current year's credit. Un-availed compulsory Privilege Leaves of 10 days during the calendar year will lapse automatically. However, balance Privilege Leaves beyond 115 days will be encashed and credited to an individual's account. Encashment of leave will be made subject to IT rules based on the last basic salary drawn. This document is confidential and only for use of WCL employees, do not circulate the same outside the ‘organization. Any such activity wil call for a disciplinary actionLeave Policy Policy No: WCL/HR/23/08 Policy Effective Date: 01/10/2021 Date of Issue: 01/10/2021, + Illustration | Calendar Year-2021 Credit ist ; January to , Closing Balance | Compulsory | Opening Balance = ason Availed Balance | Encashment | Balance Post December ; Encashment (ais frame’ | Olst_—Duingthe (ast (GstJanuary)_ Enceshmenn December) | raven | amuary Year| January) Year) (os = i a 0 w 50 “Encashment of PL over & above 90 days will be made as on 1* of January (Calendar Year) Calendar Year-2022 onwards Credit 1st ] T ] losing | /*79NY'° | Balance | Compulsory | Opening Balance | jhe, aon ——Avalled Balance Encashment Balance Post (ist rm Olst —Duringthe (Ast (Ast January) Encashment December) | piewye | January | Year| January) Year) | 90 25 15 70 105 ° 105 [105 5 30 10 720 is 105 || policy, * Auto encashment of PL over & above 115 as on 1* January calendar year will be process as per For taking any type of leave, an employee must take prior approval from the Reporting Manager. It may be sanctioned, refused, or postponed depending on business needs. Reporting Manager are encouraged to plan their reportee’s leaves in such a manner, that their absence should not hamper the work. Leave calculations will be done on a Calendar Year (January-December) basis and fractions greater than 0.5 will be rounded off to next higher number and lesser than 0.5 to the previous number. Intervening Weekly Off Days / Holidays will not be considered as Leaves, while determining the total number of leaves availed. For new joiners or employees on notice period, Privilege Leaves will be calculated on a Pro- rata basis. For employees who have joined during the year (e.g. 1st of July), Privilege Leaves will be pro-rated from the date of start of employment til 31st December of that calendar year. This document is confidential and only for use of WCL employees, do nat circulate the same outside the ‘organization. Any such activity will call for a disciplinary actionLeave Policy Policy No: WCL/HR/21/08 Policy Effective Date: 01/10/2021 Date of issue: 01/10/2021 Page No: Page 4 of 8 = The HR Department will update the Leave balances on 1st January. HR Department wil caloulate and forward the encashment details to Finance Department, for payment. "In case where the employee has taken advance leave (Privilege Leave) and resigns, the excess leaves availed will be recovered from employee's full and final settlement. Sick Leave (SL): * 07 days Sick Leaves will be credited at the beginning of each calendar year. "Sick Leave is paid time off from work that employees can use to stay at home to address their health needs without losing pay. It differs from Privilege Leave to deal with personal matters, because Sick Leave is intended for health-related purposes. "Reporting Manager should be informed in advance while availing Sick Leave. In case of emergency, when it is not possible to give prior information, then the Reporting Manager is. to be informed as soon as possible. "Sick Leave can be taken for a 0.5 (Half) day basis. * Only working days are counted while calculating Sick Leaves and for new joinees, the same will be calculated on pro-rata basis. Sick leaves will be credited on 1st January every year. = Intervening Weekly Off Days / Holidays will not be considered as Leaves, while determining the total number of leaves availed "Sick Leave upto three days will be granted without medical certificate, For more than three days, medical certficate is required to be submitted within seven days from the date of resuming the duties. ‘Incase of any serious/ prolonged illness, where an employee exhausts his/her Sick Leaves, the employee may utilize Privilege Leaves. In case of further leaves required, an employee may request for advance PL leaves, the approval for which will be subject to Management's Sick Leave during the calendar year will be carried forward to the next year. No ‘encashment of Sick Leave is permissible, as per policy. = A maximum of 60 days of Leave can be accumulated at any point of time. Any leave more than 60 days will lapse, automatically * On cessation of employment due to any reason whatsoever, if availed Sick Leave is more than entitlement, such excess leave will be adjusted against Privilege Leave or leave amount will be recovered from full & final settlement. + For new joiners or employees on notice period, Sick Leaves will be calculated on a Pro-rata basis. For employees who have joined during the year (e.g. ‘st July), Sick Leaves will be calculated on a pro-rata basis from the date of start of employment till 31st December of the calendar year This document is confidential ond only for use of WCL employees, do not circulate the same outside the ‘organization. Any such activity will call fora disciplinary action| Leave Policy Policy No: WCL/HR/21/08 Page No: Page 5 of 8 Injury on Duty (Accident Leave): Casual Leave (CL): Maternity Leave: Policy Effective Date: 01/10/2021 | Date of ssue: 01/10/2021 ~ ] In case an employee gets injured while performing his / her duties at work, the period of absence will not be a part of Sick Leave and the employee will be marked as Accident Leave with pay, for the period of leave duly approved by the respective Head of Department and approved by CHRO. 08 days Casual Leaves will be credited at the beginning of each calendar year. Casual Leaves are granted for some unforeseeable situations where an employee needs few days to attend to personal matters which are not planned (such as for any exigency or for other such foreseeable reasons), Casual Leave can be taken for a minimum 0.5 (Half) day to maximum 4 days. Intervening Weekly Off Days / Holidays will not be considered as Leaves, while determining the total number of leaves availed Casual Leave is not en-cashable, Un-availed Casual Leave during the calendar year will not be carry forward to the next year. On the closing day of the year, any unused Casual Leaves will apse automatically. For new joiners or employees on notice period, Casual Leaves will be calculated on a Pro- rata basis. For employees who have joined during the year (e.g. 1st July), Casual Leaves will be pro-rated from the date of start of employment till 31st December of the calendar year. Maternity Leave and related benefits will be granted to a female employee, as per Maternity Benefit Act. Female employees are entitled to a maximum of 26 weeks (182 days) paid maternity leave. ‘A female employee is entitled to maternity benefit only if she has worked at least 80 days in an establishment in the 12 months prior to her expected date of delivery. In case of miscarriage or medical termination of pregnancy, an employee is entitled to six ‘weeks of paid maternity leave. For first 2 children, female employees can avail 26 weeks as Maternity Leave for every child, which should not precede more than 8 weeks the expected date of delivery. For third child | onwards, female employees can avail 12 weeks as Maternity Leave for every chi All intervening weekly offs and holidays falling in the period of leave are included in Maternity Leave. If any employee requires further extension of leave, she can avail other leave, as available after approval from the concemed HOD & CHRO. Employee must apply for Maternity Leave at least 60 days in advance. All other terms and conditions of this leave will be applicable as per the provisions of Maternity Benefit Act, 1961 There is no credit, accumulation, or encashment of Maternity Leave. This document is confidential and only for use of WCL employees, do not circulate the same outside the ‘organization. Any such activity will collfor a disciplinary action| cdvereer [_ [leave Policy Policy No: WCL/HR/21/08 | Leave Policy Policy Effective Date: 01/10/2021 Date of issue: 01/10/2021 Page No: Page 6 of 8 ‘Adoption / Commissioning Mothers Leave: 12 weeks (As per the Maternity Benefit Act 1961) to take care of the child. Paternity Leave: Applicable to all married male employees on payroll of the company and can be availed only Up to 2 child births. Paternity leave entitlement will be 5 days at the time of childbirth and all intervening weekly offs! holidays will be counted for this purpose. “For Maternity leave and Paternity leave, Reporting Manager and HR approval is required on the HRMS along with proof submission Compensatory Off: Allon roll employee in the grades S0-A, S-1, S-2, S-3, S-4, S-6, E-1 and E-2 and reporting for duty in shifts at the Plant & Grinding Units will only be entitled to compensatory off, as provided here below. In following conditions compensatory off will be applicable: "Any such employee who is required to work in continuation to his / her schedule shift in the absence of reliever. "Any such employee required to perform shift duty on all National / Public holidays will be also entitled for compensatory off. "Any such employee who performed duty on their weekly off will be entitled for compensatory off. Any eligible employee who performs duty on off day on being called by his Reporting Manager, will avail his compensatory off in next three days. Compensatory Off not availed, will apse automatically. All compensatory off earned by eligible employee by working in continuation to his / her ‘schedule shift and on all National / Public Holidays will have to be availed within a period of ‘wo following months. Compensatory Off not availed, will lapse automatically Written intimation of such duty as mentioned in the above para will be given to the Time Office by the Head of the Department / Section In-Charge. Maximum three Compensatory Offs can be availed at one stretch. Compensatory Off can be prefixed and suffixed and also can be clubbed along with the weekly off, However, it cannot be combined with any type of leaves such as PL, SL & CL. Prior approval from sanctioning authority is must for availing Compensatory Off. Employee on Tour and attending external training program will not be entitled for Compensatory Off. Grant of Compensatory Off will depend upon exigency of work and may be rejected by the sanctioning authority. Half Day Compensatory Off will not be granted Compensatory Off cannot be accumulated, carry forward or encashed. This document is confidential and only for use of WCL employees, do not circulate the same outside the ‘organization. Any such activity will call for a disciplinary actionJ Leave Policy Policy No: WCL/HR/21/08 Policy Effective Date: 01/10/2021 Date of Issue: 01/10/2021 Page No: Page 7 of 8 Festival / National Holidays for the Calendar Year 2021 (Illustrative): ] * AtWCL, all employees are entitled to 8 fixed and 2 restricted holidays depending upon the office location, as follows (Every Calendar Year the List of Holidays will be released for PAN India, at the start of the Calendar Year) S.No. | Fixed Holidays (8 fixed based on location) | Restricted Holidays 2 optional holidays) 1 Republic Day - National Holiday New Year Day 2 Holi (Dhulandi) ‘ Lohri 3 Gudi Padwa “Makar Sankt 4 MaharashtraDay SS "Vasant Panchami 7 15 Independence Day - National Holiday % ul Maha Shivratri [6 | Janmashtami EIEUP Fir 7 I Ganesh Chaturthi ~/ Ei-UFZuha 8 Gandhi Jayanti - National Holiday ‘Onam 9 Dussehra ———~SCS Sanh Chaturthi 10 Deepawali Guru Nanak Jayanti 1 BhaiDoop (Christmas al * Festival / National Holidays are applicable for all locations. * Raksha Bandhan and Mahaveer Jayanti: as restricted holidays Leave during the Notice Period: = The Employee is prohibited from taking any leave during his / her Notice period, Leave without Pay (LWOP): "In general, employees are discouraged from taking leave over and above the specified entitlement. if under extenuating circumstances leave is required and the specified entitlements are exhausted, the same would be treated as Leave Without Pay (LWOP), during which period the employee is not entitled to receive any salary. Computation of deduction will be based on gross salary per month/number of days of that month. Employee will not be eligible for earnings on number of LWOP days, including PF contribution and incentives. This document is confidential ond only for use of WCL employees, do not circulate the some outside the ‘organization. Any such activity will cal for a disciplinary actionLeave Policy Policy No: WCL/HR/21/08 Policy Effective Date: 01/10/2021 Date of Issue: 01/10/2021 Page No: Page 8 of 8 Procedure | Exception ‘Approval Matrix = When employee takes leave without pay, it needs to be specifically recommended by Reporting Manager and approved by the Department Head. Any such leave which is not approved by the sanctioning authority will be treated as unauthorized absence. In such case, the company reserves the right to initiate disciplinary action, as deemed fit. Application for Leave will be through HRMS with the nature and purpose of leave. On submission by an Employee, the same will be forwarded to the respective Reporting Manager. = The Reporting Manager may approve or reject a leave application with comments. An employee will be notified through an auto generated message, on email * Payroll updates the leave balance and reflects the same in the subsequent month's salary slip. Exceptions to the policy on account of changing business context / any other reasonable considerations will be managed as per discretion and approval of Management. SS ‘Anjat Banga Sen it Patil CHRO ED MD This document is confidential and only for use of WCL employees, do not circulate the same outside the ‘organization. Any such activity will call fora disciplinary action